Career Development Theory, Slides of Career Counseling

Download Career Development Theory and more Slides Career Counseling in PDF only on Docsity! Career Development Comps Preparation Study Guide #5 Give a brief history of career development. The developmental approach is based on the theory that career development occurs through stages over a period of time. The approach is holistic and recognizes the interaction of the person with his or her environment. Vocation guidance in this mode helps to educate the student and increase skills and competence. Self-concept, need, and life plan changes are part of the process. So is the change or reversal of early career choices. A leading name in the field is Gottfredson, who devised a four-stage theory of development Discuss the decision approach to career development The decision approach to vocational guidance is a broader perspective than the trait-based approach. Proponents of this approach think that vocational education should be an integral part of all students' entire education. H. B. Gelatt identified two types of decisions: terminal or final decisions and investigatory decisions. A person makes investigatory decisions with added information until he or she reaches a terminal decision. Gelatt devised a model that illustrates the decision-making process and shows information divided into predictive, value, and decision systems. List Donald Super's vocational development stages and vocational development tasks. The stages are: (1)Growth - birth to 14 or 15 - self-concept, attitudes, interests, and needs develop, child develops a general understanding of the world of work. (2)Exploratory -15 to 24 - person explores choices through classes, work, and hobbies, makes tentative choice and develops related skills. (3) Establishment - 25 to 44 - builds skills and stabilizes in a work situation. (4) Maintenance - 45 to 64 - adjustments are made to improve job situation. (5) Decline - 65+ person prepares for retirement, retires. The development tasks are: (1) Crystallization - 14 to 18 -develops and plans a possible occupational goal. (2) Specification -18 to 21- chooses a specific vocation. (3) Implementation - 21 to 24 - completes training and enters the job market. (4) Stabilization - 24 to 35 - works at chosen career. (5) Consolidation - 35+ - establishes self in career. According to Super these tasks can be repeated as a person adapts to changes in himself or herself or the work environment changes. They are also somewhat outdated since they were based on middle class white males with college educations during the 1950s and 1960s. Describe Super's Archway Model, Life Career Rainbow, and Career Pattern Study. Super identified eight life roles that describe the ways people spend time and energy. The child is the time spent relating to parents and lasts throughout the life of the parents. 1. The student is time spent in education, starts in early childhood and may last into older adulthood. 2. The Leisurite is Super's coined word for time spent in leisure activities. 3. The citizen is time spent volunteering or in other work for the community. 4. The worker is the time one spends working for pay. 5. The parent is time spent caring for a child; lasts throughout the child's dependent years and in many cases well beyond. 6. The spouse is the time spent in a committed relationship. 7. The homemaker is the time spent in maintaining a home - housework, yard work, repairs, shopping, etc. Explain how the hexagon relates to John Holland's theory. Holland's hexagon is a graphic illustration of the correlation between his six personality types and six occupational environments or categories that he called themes. The themes are positioned on the hexagon so that those with the most similarity are closest together and those with the most differences farther apart. A person's scores on the Vocational Reference Inventory and the Self Directed Search determine which work environment is the best fit for his or her personality. Holland believed that most people are not clearly of a single personality type, but will have characteristics from two or three types. Describe John Krumboltz's Learning Theory of Career Counseling (LTCC). Influenced by Bandura, Krumboltz identified four important factors in career related decision making. (1)Genetic endowments and special abilities that could limit a person's occupational choices. (2) Environmental conditions and events in a person's life such as education, activities, economic conditions and personal resources. (3) Instrumental and associative learning about careers including the reactions and reinforcement from others. (4) Task approach skills which include problem-solving ability, working and thinking patterns, and emotions. He saw learning as a life-long process and thought a person's beliefs could be changed through career counseling. He also believed that unplanned events could influence a person's career development. In working with clients he made use of the Career Beliefs Inventory. Describe the Circumscription and Compromise theory of career development. Anne Roe's theory of career development was a needs approach in which genetics, childhood experiences, and the relationship with parents were contributing factors to the choice of a career. She believed that the parenting style would determine whether or not a person would be people- oriented. She also subscribed to Maslow's theory that careers are chosen to meet needs; a people-oriented person chooses a career that involves working with people while a non-people-oriented person will chose a career with less involvement with others. Roe pioneered The use of a two- dimensional occupational classification using fields and levels. The eight occupational fields she identified are: service, business contact, organization or managerial, technology, outdoor, science, General cultural, and arts and entertainment . Technology, outdoor, and science are non- person oriented careers. She also identified six levels of occupational skill: 1. high level professional and managerial 2. regular level professional and managerial 3. semi-professional and managerial or semiprofessional and small business 4. skilled, 5. semi killed 6. unskilled Explain the theory of Ginzberg, Ginsburg, Axelrad and Herma. As developmentalists, Ginsberg, Ginsburg, Axelrad and Herma accepted the idea that occupational choice can be divided into three periods: (1)Fantasy - up to the age of eleven, during which period the child may use any occupation in play. (2)Tentative - age eleven to seventeen, during which time the child examines careers in light of interests and values and his or her own capabilities. (3)Realistic -seventeen to young adulthood, when the person makes a choice. The third period is subdivided into three stages: (1)Exploration - during which the person limits vocational choices to personal interests and abilities. (2)Crystallization - during which a definite choice is made. (3)Specification - during which the person is educated for his or her choice of vocation. This theory was based on a study of a small group of young men from the middle-class in the 1950s and rather ignored the fact that gender, race and social standing were important factors in occupation choice at that time. Describe Tiedeman and Miller- Tiedeman's decision making model. Tiedeman & O'Hara saw career development as parallel to Erikson' psychosocial stages and believed that career decisions were made as ego related problems were solved. They believed that career decisions were related to other decisions one made about other areas of one's life and that each person can choose his or her career. They saw career decisions as a two-phase continuing process and identified the phases as anticipation/ preoccupation, during which a person imagines himself working at a particular job and implementation/adjustment, when the person actually works at that job. Tiedeman and Miller-Tiedeman emphasized the key role an individual plays in making career decisions. Explain the constructivism and contextualism approaches to career development. Using concepts from Bandura's social learning theory, the social cognitive theory is based on self-efficacy. Self-efficacy is a person's belief or knowledge about what he or she is able to do and is a critical factor in choosing a career. Another key factor is personal agency, which is the person's ability to actually accomplish a goal. Performance, education, social environment and physical condition can strengthen a person's self-efficacy. Career counseling would be aimed toward increasing the client's self-efficacy. Describe the Sociological model of career development. The sociological model of career development can also be called a situational model. This approach posits that a person chooses a career because of sociological reasons. In order to choose an occupation, the person must have some knowledge about that occupation. A person's choice is also influenced by such factors as ethnicity and cultural background, which can lead a person to choose a certain type of work or keep him from doing so. Other factors that may influence career decisions include the availability of jobs locally, the requirement for relocation, risks involved in the work, necessary education or training and its availability, and the image of workers in a particular field. Explain the limitations of career theories. Although career theories are still evolving and new ones are being developed, many of the classic theories grew out of studies done in the 1950s and 1960s. The subjects of the studies were usually young, middleclass white males, either college-bound, in college, or with college educations. Little work was done with females, with persons of color, or with people from the lower socioeconomic levels, although some attempts were made to apply the theories to these groups, The growing employment of women and socioeconomic gains by the non white segments of the workforce has created a need for new theories. The occupations are changing also as the predominance of manufacturing is giving way to a more technical and highly skilled range of career choices. Discuss considerations needed when providing counseling services to adults who have disabilities. Lifestyle - the overall pattern of a person's life including such factors as career, home life, romantic partner, interests, hobbies, and recreation. Expressed interest - an interest that a person openly says s/he has. Manifested interest - an interest that is revealed by what a person does. Tested interest - determination of a person's interests through testing. Outplacement counseling - career counseling for employees whose jobs are ending - may include job placement services. Discuss considerations needed when providing counseling services LGBT persons. Since many gay, lesbian, bisexual and transgendered (LGBT) persons conceal the fact that they are members of a sexual minority, it is very likely that most counselors work with them without ever realizing they do so. When the counselor is aware that the client has a LGBT sexual orientation, then such issues as self-concept as it relates to sexual identification, whether or not the client is "out" and to what extent, whether or not s/he prefers to be out at work, and how s/he handles discrimination must be dealt with. While many major companies are known to be gay/trans friendly, small local businesses may be very discriminatory. In order to work successfully with LGBT persons, the counselor must be accepting or at least able to keep his/her personal prejudices from affecting how s/he works with the client. Discuss the Internet resources available for career development. The Internet has much to offer job seekers and career counselors. Counselors must be familiar with this tool, competent in its use and willing to use it, and familiar with major sites that can be useful to himself and the clients. Information available on the Internet includes educational resources, financial aid information, government and military information, information about particular businesses and corporations, job listings, job search sites, and help with resumes, interview skills, etc. Some corporations accept applications via the Internet and some accept them only that way. Internet job postings are superseding the "Want Ad" newspaper listings. Among the sites with which counselors should be familiar are US Department of Education, the Bureau of Labor Statistics, Military Career Guide, America's Job Bank, Monster.com, CareerBuilder, America's Career InfoNet, and Imdiversity, which offers information for minorities and women. Explain the OOH, GOE, Workforce Investment Act of 1998, and 1994 School-to-Work Opportunities Act, and give the definition of hidden job market. The Dictionary of Occupational Titles (DOT), published by the U.S. Department of Labor, contains descriptions of 12,000 types of occupations and more than 28,000 job titles. It details tasks and gives educational and skill requirements for each job. It is available in print form or as a download from the Information Technology Associates web page. The DOT and O*Net can be downloaded together or both are available on a CD-ROM. O*Net is the Occupational Information Network, a comprehensive database of occupational information and employee requirements. It features assessment and other occupation exploration tools. Eventually it will replace the DOT and become America's primary source of employment information. Describe the issues faced when counseling dual career/dual-earner couples. In an increasing number of families both partners are wage earners or are pursuing careers. Among the conflicts that can arise are the inequity of wages when one earns more (especially if it is much more) than the other, sex-role stereotypes and expectations, inequity of home maintenance and child care responsibilities, and questions of how money is handled and spent. Career advancement can cause conflict if one advances faster than the other or advancement for one partner requires relocation. Define outsourcing. Outsourcing is the shifting of activities to an agency outside a company or organization or the moving of operations to a non-U.S. location. Some companies use independent contractors for certain types of jobs rather than using employees since contractors do not receive benefits and taxes and social security do not have to be deducted. In recent years many companies have closed factories and other operations in the United States and moved all or part of their production, technical support, and information services to countries where wages are lower and benefits are less or nonexistent Define the following: Family and Medical Leave Act, Glass ceiling, and leisure. Developed by John Holland the Self-Directed Search is an assessment tool that lets a person match his or her interests and personality type to careers of the same type. The SOS is based on the theory that all people fall into one of six categories - Realistic, Investigative, Artistic, Social, Enterprising, and Conventional - and that occupations can be categorized the same way. People are more likely to experience job satisfaction and success when their career matches their type. The SOS is related to the Dictionary of Holland Occupational Codes that can then be used to explore careers that match a person's interests and skills. Explain the following: underemployment, self directed search, lifting requirements work classifications, and occupational sex segregation. Underemployment - an employee whose education and/or experience exceed the requirements for the position. Lifting requirement work classifications - the level of lifting ability required for a particular occupation - sedentary work requires a ten pound maximum, light work requires a maximum of twenty pounds, medium work requires a maximum of fifty pounds, up to one hundred pounds is required for heavy work, and very heavy work is rated at one hundred pounds or more. Occupational Sex Segregation. - occupations commonly thought of as female jobs usually have less pay and lower status than occupations regarded as work for men.